Manager, Employee Experience, Total Rewards

We need to output HTML fragment with sections: About the role? The posting includes Position Summary, Key Responsibilities, Success Measures, Qualifications, Physical Demands, Work Conditions, Benefits, Pre-Employment Information, EEO Statement, CBC Statement. We need to remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So we should remove EEO Statement, Pre-Employment Information (drug screening, E-Verify, WOTC) maybe considered boilerplate? The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. Pre-Employment Information includes drug screening, E-Verify, WOTC - that's legal/EEO? Might be considered boilerplate. Likely we should remove that. Also CBC Statement maybe not boilerplate but it's company description; could be considered "About the company description" maybe keep? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." The CBC Statement is substantive about the company; could be kept as maybe "About the company". But we only have headings for specific sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We should map content accordingly. We have Position Summary -> could be About the role. Key Responsibilities -> Responsibilities. Qualifications -> Qualifications (includes education, certifications, experience, skills). Could also split Skills but we can keep Qualifications. Benefits -> Benefits section. Pay: The posting says "Competitive salary based on experience." No specific numbers. According to rule: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state "Competitive salary based on experience." That's a statement about pay, albeit vague. Should we include Pay section? The rule: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state competitive salary based on experience, which is a statement about pay. So we can include Pay with that sentence. Schedule: Not mentioned; no schedule info. So omit Schedule. Skills: Could be extracted from Qualifications but we may not need separate Skills if Qualifications covers. The instruction: "Prefer a few substantive sections over many thin ones." So we might combine Qualifications and Skills into one Qualifications section. But we have separate headings allowed; we could include Skills if there is distinct content. The Qualifications bullet includes: Strong analytical, financial and problem-solving capability. Experience developing dashboards, metrics, reports or business cases preferred. Strong project management and organizational skills. Excellent communication and relationship-building skills. Ability to manage confidential information and sensitive employee data. Demonstrated ability to work across multiple businesses and competing priorities. Those are skills. Could put them under Skills. But we can also keep them under Qualifications. To follow instruction, maybe we keep Qualifications (education, experience) and Skills separate. However we need to avoid thin sections. If we split, we might have two thin sections. Better to keep one Qualifications section that includes both qualifications and skills. Thus sections: About the role (Position Summary), Responsibilities (Key Responsibilities), Qualifications (Qualifications + maybe Skills), Benefits, Pay. We must not repeat job title as heading. No Job ID. We must use

for section headings. Use

• for any list of duties/requirements/benefits, and

  for prose. We need to preserve all substantive information. Let's extract content. Position Summary paragraph: "The Manager, Employee Experience & Total Rewards is responsible for the analytics, strategy, administration, and continuous improvement of CBC’s employee experience and total rewards programs. This role uses workforce data, program utilization, cost analysis, and employee insights to evaluate the effectiveness and value of HR programs and inform business and investment decisions. The Manager serves as the enterprise owner for benefits, total rewards, onboarding, employee experience and employee programs, while partnering closely with Payroll & HRIS, Finance, HR Business Partners and vendors to ensure data integrity, operational efficiency, financial stewardship and measurable business impact. This role also provides critical backup support for payroll." That's prose; we can put in

  . Key Responsibilities: It's a list with headings: Total Rewards & Benefits Analytics, Employee Experience & Analytics, Compliance & Risk, Workforce Analytics & Reporting, Payroll Backup & HR Controls, Program Effectiveness & ROI, Success Measures (maybe separate). Actually Success Measures is separate section after responsibilities. We'll treat Success Measures as maybe part of Responsibilities? But it's a separate heading; we could include as its own section? Not in allowed headings. Could incorporate into Responsibilities as a list? But we have no heading for Success Measures. Could treat as part of Responsibilities (maybe as a subsection). However we need to preserve all substantive information; we could include Success Measures as a

  under Responsibilities with heading? But we cannot add arbitrary headings; only allowed headings are those listed. We could put Success Measures under Responsibilities as a list without a heading, but that might lose clarity. However we could create a separate section "Success Measures" but not allowed heading. The instruction: "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., implying those are examples, not exclusive? It says "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect only those headings. So we must map all content into those headings. Success Measures could go under Responsibilities or Qualifications? It's about metrics; maybe under Responsibilities as measuring effectiveness. We'll include as part of Responsibilities. Physical Demands and Work Conditions: Not in allowed headings; could be omitted? They are substantive but not fitting headings. However we could maybe put under About the role? But they'd be extra detail. The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we need to include them somewhere. Since we don't have a heading for them, we could incorporate them into About the role as additional paragraphs. That's acceptable. Benefits: Already have Benefits section. Pay: we have "Competitive salary based on experience." We'll put in Pay section as

  . Schedule: not present, omit. Now we need to remove boilerplate: EEO Statement, Pre-Employment Information, CBC Statement? CBC Statement is company description; maybe we keep as part of About the role? Could add as extra paragraph. It's substantive about the company; we can include. Let's extract Benefits paragraph: "Benefits Competitive salary based on experience.Benefits package including:Comprehensive health insurance plan optionsVision and Dental InsuranceCompany sponsored life insuranceNumerous voluntary benefit options – legal plans, pet insurance, discounted home and auto and more!401K with company matchGenerous paid time off9 paid company holidaysOpportunities for professional development and career growth.Dynamic and inclusive work environment with a supportive team culture.Exciting projects and growth opportunities within a leading organization.Opportunities to attend free local events, such as sporting events, concerts, shows, and more." We need to separate into list items for benefits. The text runs together; we need to parse. Benefits list: - Competitive salary based on experience (but that's pay, maybe duplicate) - Comprehensive health insurance plan options - Vision and Dental Insurance - Company sponsored life insurance - Numerous voluntary benefit options – legal plans, pet insurance, discounted home and auto and more! - 401K with company match - Generous paid time off - 9 paid company holidays - Opportunities for professional development and career growth - Dynamic and inclusive work environment with a supportive team culture - Exciting projects and growth opportunities within a leading organization - Opportunities to attend free local events, such as sporting events, concerts, shows, and more. We should separate Pay from Benefits; Pay already has competitive salary. So Benefits list excludes that. Now Responsibilities: we need to break into list items. Let's parse each responsibility heading and its content. Total Rewards & Benefits Analytics: - Own the day-to-day administration and analytics associated with benefits and total rewards. - Analyze benefits utilization, participation, cost trends and employee demographics to inform plan strategy. - Manage benefits vendors and evaluate vendor performance, service levels and cost effectiveness. - Lead annual open enrollment and benefits communications in partnership with the Manager, Talent & Communications. - Partner with Payroll & HRIS to ensure accurate benefits eligibility, deductions, interfaces and system data. - Support compensation and merit processes through data analysis, reporting, timelines and employee-facing materials. - Monitor total rewards trends and recommend changes based on cost, competitiveness, utilization and employee value. - Partner with Finance and HR leadership on total rewards budgeting, forecasting and investment decisions. Employee Experience & Analytics: - Own the enterprise employee experience strategy and key programs, using data to evaluate effectiveness and guide priorities. - Develop and maintain employee experience metrics, dashboards, and recurring reporting. - Analyze employee listening data, survey results, participation trends and feedback to identify opportunities and risks. - Measure onboarding effectiveness, new-hire experience, and early-tenure trends. - Analyze employee program participation, utilization and outcomes to inform investment decisions. - Develop and manage recognition and engagement initiatives with defined measures of participation and effectiveness. - Coordinate employee events and enterprise HR programming while tracking participation, cost and outcomes. - Partner with HR Business Partners to translate enterprise programs and insights into business-specific actions. Compliance & Risk: - Support required employee communications and compliance activities related to benefits and employee programs. - Assist with audits, documentation, and data requests. - Monitor program and vendor compliance and escalate identified risks. - Maintain appropriate documentation, controls, and program records. Workforce Analytics & Reporting: - Develop recurring workforce dashboards and reporting for HR leadership and business leaders. - Analyze headcount, turnover, retention, tenure, demographics and other workforce trends. - Identify trends by business, function and employee population and translate findings into actionable insights. - Support workforce planning through data analysis and trend identification. - Partner with Payroll & HRIS to ensure data integrity and consistent definitions across HR reporting. - Establish metrics that measure the effectiveness and value of employee programs. Payroll Backup & HR Controls: - Serve as the designated backup to the Manager, Payroll, & HRIS. - Maintain sufficient knowledge of payroll processes, calendars, controls, and critical procedures to provide coverage when needed. - Support periodic payroll audits, reconciliation, and variance analysis. - Review benefits/payroll interfaces for accuracy and assist with resolving data discrepancies. - Maintain documented controls and procedures supporting payroll and benefits continuity. - Partner closely with Payroll & HRIS to reduce operational risk and ensure continuity between benefits, payroll and employee data. Program Effectiveness & ROI: - Establish measures for major employee experience and total rewards programs. - Evaluate program participation, cost, utilization and outcomes. - Track vendor performance against agreed service levels and business expectations. - Identify opportunities to automate, simplify, or improve employee-facing processes. - Develop business cases for new or expanded employee programs. - Conduct post-implementation reviews and recommend continuation, modification, or elimination based on data. Success Measures: - Benefits cost per employee - Benefits spend versus budget - Benefits participation and utilization trends - Employee program participation and effectiveness - Employee listening and onboarding insights - Turnover, retention and workforce trend reporting - Payroll backup readiness and control effectiveness - Benefits/payroll data accuracy - Audit results and compliance - Vendor performance and service levels - Program ROI and cost-saving opportunities identified - Quality, timeliness and actionability of HR analytics We can include Success Measures as a list under Responsibilities (maybe as a subsection). We'll just add them as list items under Responsibilities after the other responsibilities. Now Qualifications: list: - Bachelor’s degree required. - SHRM or HRCI certification preferred. - 5+ years of progressive HR experience. - Experience with benefits, total rewards, HR analytics, employee experience or HR operations. - Experience in